Request for Proposals: Manager/Supervisor Coaching

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ACLU of Northern CA


The American Civil Liberties Union of Northern California (ACLU NorCal) is seeking firm(s) to provide remote coaching support to supervisors and manager on management practices with a diversity, equity and inclusion perspective.  The consultancy will be for a one (1) year pilot period and will be reviewed at the conclusion of this period for possible extension.

Our Mission

The ACLU of Northern California is an enduring guardian of justice, fairness, equality, and freedom, working to protect and advance civil liberties for all Californians.

About Us

The ACLU of Northern California, founded in 1934, is an affiliate of the national ACLU, which was founded in 1920, to defend and preserve the individual rights and liberties guaranteed to every person in this country by the Constitution and laws of the United States. We are non‐profit and non‐partisan. Our programmatic work focuses on six areas -

  • Criminal Justice
  • Democratic and Civil Engagement
  • Gender, Sexuality, Reproductive Justice
  • Immigrant Rights
  • Racial and Economic Justice
  • Tech and Civil Liberties

Project Scope

Diversity, Equity and Inclusion (DEI) is a core value at ACLU NorCal and is reflected in our work. It is important that potential coaching partners share our DEI values.  We believe that DEI should be integrated in all aspects of this Coaching Plan.  We believe that an equitable coaching practice recognizes that the individual needs of supervisors and managers are not all the same and that the approach must be garnered towards bringing the best out each person.   We believe that every supervisor and manager who engages with a coach should feel they are supported and affirmed in their supervisor/managerial roles.  ACLU NorCal views coaching as an important tool that can lead to better engagement, higher productivity, and enhanced interpersonal relationships. It can also help managers/supervisors improve performance, overcome challenges, reach aspirational goals, and build self-confidence.  

Coaching will be voluntary in most instances.  In instances where coaching is mandated, the engagement will be clearly articulated and there will be an agreement between the employee, ACLU NorCal and the coaching partner. 

Coaching Topics (sample list of topics, not meant to be inclusive all possible topics):

  • Diversity, Equity and Inclusion
    • Refining individual DEI lens as a supervisor
    • Supporting BIPOC Supervisors/Managers
  • Individual
    • Building habits and routines - identifying when you are most productive and develop a strategy for maximizing your efforts
    • Determining how you would like to be perceived and then align your actions accordingly.
    • Time Management & Focus – setting boundaries, with yourself and others in order to manage your time more effectively and stay focused.
    • Become More Proactive – identifying areas where you can plan ahead to prevent unnecessary obstacles, reduce future workloads and increase successful outcomes.
    • Increase Credibility - Develop a strategy for enhancing your credibility in an authentic and sustainable way. Actions and communication styles impact how credibly we are perceived by others.
    • Self-Awareness - Develop a strategy for partnering with those around you so you can become more self-aware and identify your unconscious bias.     
    • Setting Boundaries - Help your coworkers understand how to work most effectively with you by setting clear and professional boundaries.
    • Delegation, Ownership & Micromanagement Delegation can benefit both you and your team. If your capacity is running out, it is time to look to delegate more work. While delegating, consider clarity around ownership on your team - is it clear who owns what e.g. specific responsibilities, processes, and projects?
  • Team/Collaboration
    • Manage Conflict - Build communication skills to manage and overcome conflict relating to projects or processes.
    • Identify best practices for partnering with various members of your team or individuals within other departments.
    • How to get Team Buy-In, determining how to identify stakeholders and gain their support.
    • Managing a Team of Individuals - Each individual on a team has their own individual work styles and preferences that stem from our unique personalities, habits, experiences etc.
    • Building a team culture, evaluating team culture and developing strategies to make culture help meet goals?
  • Communications
    • Becoming great at giving and receiving feedback.
    • Building a Culture of Feedback and developing teams to discuss positive and constructive feedback?
    • Preparing for Difficult Conversations - Prepare for crucial conversations that may trigger an emotional response in you or your counterpart.
    • Enhance communication with direct reports/peers
    • Defining Expectations and Why They Matter - Expectations are our assumptions of actions, behaviors, and performance
  • Leadership/Talent Management
    • How to intentionally develop people management strategy to enable managers/supervisors to motivate team members and communicate effectively about expectations, goals, and feedback.
    • Manage strategically, consider where individual unique strengths and how to leverage individual talent. 
    • Situational Leadership & Management - People management and leadership styles, like workstyles, cover a variety of interactions, communication types, and behaviors between managers and direct reports, peers or other stakeholders. Identifying your management style, and how to navigate between styles for proven results?

Duration and Location of Consultancy

This a one-year pilot program, with the option of extension depending on utilization and effectiveness. We anticipate that most coaching sessions will be via video conferencing for the duration of the pandemic and as restrictions are lifted may be in-person. 


  • Individuals/firms specialized in providing high-impact remote coaching services for supervisor/manager level staff.
  • Understanding of success factors for remote coaching relationships.
  • Demonstrated competency in DEI
  • Knowledge and understanding of non-profit management, in particular organizations working in the legal social justice space. 
  • Ability to provide proof of liability insurance. 


Each proposal will include the following elements.  Proposals who do not affirmatively respond to sections below will be deemed unresponsive.   Depending on the number of responses, not all firms will be contacted.

Statement of Interest

Please provide a statement as why you and/or your firm is interested in partnering with ACLU NorCal on this engagement and your DEI commitment and values. 

Project Team

This RFP seeks responses from both individuals and firms to provide coaching.  Please provide resumé/curriculum vitae demonstrating qualifications and experience for all proposed staff for this project. To the extent possible, ACLU NorCal seeks a diversity of coaches that reflects the diversity of our staff. 


Please include your qualifications, in particular your experience in working with BIPOC managers and supervisors, non-profit social justice mission focused organization and the type of coaching you provide.   Also affirmatively state whether or not you will be able to meet the insurance requirement listed in the “Qualifications” section. 

To Apply

This RFP does not guarantee or commit ACLU NorCal to proceeding with the above-described work.

Please submit a short proposal detailing qualifications, proposed approach, samples of relevant past projects, resume(s) of consultant or proposed team, availability, and daily rate or fee structure.

Proposals should be sent electronically to Duc Le at with “RFP -  Coaching Provider” as the subject line.

Applications must be received no later than August 30th, 2021 at 5 - 00pm PST.

Shortlisted candidates will be contacted for a telephone interview.

Applicants may submit their question(s) in writing to Please include in the e-mail subject line “Questions - RFP -  Coaching Provider.”

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